On January 12, 2026, the Assembly Bill (AB) 4182 was signed into law as Public Law (P.L.) 2025, c.244. The law becomes effective on May 12, 2026, and establishes state level labor protections for cannabis employees who are not covered under federal labor law and assigns enforcement authority to the New Jersey State Board of Mediation.

This update is applicable to all private cannabis employers licensed or authorized to operate cultivation, manufacturing, distribution, wholesale, retail, or delivery activities in New Jersey, and it will be effective on May 12, 2026 (takes effect on the 120th day following enactment).

What Employers Need to Do

• Review and update workplace policies to align with prohibited and permitted labor practices under the new statute.

• Train supervisors and managers on employee rights, union-related conduct, and limits on employer involvement in employee organization activities.

• Prepare for potential oversight or investigations by the New Jersey State Board of Mediation.

• Establish internal procedures for responding to labor inquiries, card check authorizations, and collective bargaining requests.

• Ensure no retaliatory actions occur against employees exercising rights protected under this law.

Overview

• This law creates a comprehensive framework ensuring that cannabis employees, many of whom, are excluded from federal labor protections under the National Labor Relations Act, receive similar rights to those of other workers in New Jersey.

• Defines “cannabis employees” and “cannabis employers” and places cannabis workplaces under the jurisdiction of the New Jersey State Board of Mediation.

• Prohibits specific unfair labor practices by employers, including interfering with employees’ rights, dominating employee organizations, discriminating against workers for exercising protected rights, or refusing to bargain in good faith.

• Labor organizations representing cannabis workers are prohibited from engaging in coercion, bad faith bargaining, or violating board regulations.

• The State Board of Mediation is authorized to investigate disputes, enforce compliance, prevent unfair labor practices, and issue remedial orders such as reinstatement, back pay, damages, and cease and desist directives.

Why this Matters

• For employers, the law establishes clear expectations around labor relations, workplace conduct, and good faith negotiation requirements, reducing the risk of disputes or enforcement actions.

• Cannabis employees not covered under federal labor law now have access to structured representation, protections against retaliation, and state supervised collective bargaining processes.

Resources

• NJ A4182 – Concerns conditions of employment of certain cannabis employees

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